Industrial and Organizational Psychology Commons^™

Discourses That Undermine Union Movements: A Multimodal Analysis Of Union-Busting Videos, Theresa A. Catalano, Julia Schleck

Department of Teaching, Learning, and Teacher Education: Faculty Publications

Labor unions in the United States have experienced decades of decline, but recent years have seen a rebirth of union campaigns and successes. Because unions are once again becoming a threat to large companies, it is reasonable to assume that efforts to discourage organizing efforts will increase and become even more robust in the near future. Although traditionally, companies have worked to suspend union organizing through captive audience meetings in which unions were discussed via verbal or written modes, more recent means of reaching workers with anti-union messages incorporate a variety of communication strategies to get the message across. As …

Be A Leader In Your Practice: What’S Your Style?, William Chase Dds, Maom

The Journal of the Michigan Dental Association

In this Leadership Development feature, the author draws from a wealth of leadership experience in Rotary to explore the importance of leadership in dentistry. Emphasizing the need for self-evaluation through emotional intelligence, the article delves into five key aspects: self-awareness, self-regulation, motivation, empathy, and social skills. The author introduces three leadership styles — Transformational Leadership, Situational Leadership, and Servant Leadership — highlighting their characteristics and benefits. Encouraging readers to adopt diverse leadership styles, the piece underlines the significance of effective leadership in dental practice, community engagement, and organized dentistry.

Two Essays On The Effects Of Ceo Social Activism, Habib Islam

Theses and Dissertations in Business Administration

The first essay theorizes and quantifies the effects of CEO activism on firms’ financial performance. We examine this relationship within the framework of screening theory. We find that CEO social activism generally leads to adverse investor reactions. This negative effect is most prominent when there is interdimensional incongruence in CEO social activism messages. In addition, we find that the negative effect of CEO social activism is moderated by organizational characteristics that resolve incongruence caused by disparate signals.

The second essay seeks to understand how a CEO’s social activism influences corporate social performance. We hypothesize that CEO social activism will have …

Cross-Cultural Examination Of Vacation Policy On Employee Satisfaction And Happiness, Ketan D. Parekh

CMC Senior Theses

With the advent of technological advancement, entrepreneurship, and a higher emphasis on meritocracy, societies across the globe have experienced intense competition to outdo one another. This has pushed companies to place increased importance on worker productivity; large and small companies want to see their employees work harder, longer, and faster. With this increased demand for work, companies today are making sure they have suitable reward systems to ensure worker satisfaction and quality work production. However, what these reward systems look like and how they function contrast significantly across cultures, especially as it pertains to corporate leave policies. This thesis examines …

Conclusion: Female Leaders Using Coercive Power Motivate Subordinates, Mary Kovach

The Journal of Values-Based Leadership

This manuscript advances prior research (Blau, 1964; Elangovan & Xie, 1999; French & Raven, 1959; Goodstadt & Hjelle, 1973; Hegtvedt, 1988; Randolph & Kemery, 2011; Zigarmi, Peyton Roberts, & Randolph, 2015) and capitalizes on supervisory skills using power dynamics within the workplace, by investigating employee effort resulting from gender dissimilar supervisor-employee dyads and employee locus of control. To offer a more focused approach, this is an evaluation specifically on reward and coercive power derived from French and Raven’s (1959) five power bases. This manuscript proposes that the motivation levels of employees change, based on their locus of control and gender. …

Adversity: Its Affect On The Resilience Of Female Pilots, Linda M. Pittenger D.Mgt., Stephanie Douglas Ph.D.

National Training Aircraft Symposium (NTAS)

Women are one of the solutions to alleviating the pending pilot shortage. Becoming a pilot needs to appeal to women. Resilience plays an important role in determining whether women in male-dominated career fields will pursue or abandon their careers. The pilot profession is dominated by masculine beliefs, values and perceptions creating an organizational culture adverse and challenging to women.

The study objective was to explore the influence of adversity on female pilots and its effect on resiliency. In our sample of 1,499 female pilots, we found lower resiliency levels as compared to a general U.S. sample. Additionally, statistically significant differences …

Job Transitioning Experiences Of Blue-Collar Employees After Federal Downsizing, Eduardo Hurtado

Walden Faculty and Staff Publications

Downsizing, realignment, and closure of military bases have forced many low-skilled, blue-collar federal employees into involuntary job loss and job transition. The impact of involuntary job loss on blue-collar workers has been linked to stress and other adverse psychological effects. There is gap in the literature regarding the lived experiences of federal blue-collar employees following downsizing of military bases. The purpose of this qualitative, interpretive phenomenological study was to examine lived experiences of job loss and job transition for federal blue-collar employees following downsizing of military bases. Schlossberg’s transition theory provided a conceptual framework for the study. Ten ex-federal blue-collar …

Metatheory And Friendly Competition In Theory Growth: The Case Of Power Processes In Bargaining, Edward J. Lawler, Rebecca Ford

Edward J Lawler

[Excerpt] This paper analyzes the theoretical development taking place in a program of research on power processes in bargaining (see Bacharach and Lawler 1976, 1980, 1981a, 1981b; Lawler and Bacharach 1976, 1979, 1987; Lawler, Ford, and Blegen 1988; Lawler and Yoon 1990; Lawler 1986, 1992). The theoretical program takes as its starting point a situation where individuals, groups, organizations, or even societies with conflicting interests voluntarily enter into explicit bargaining. Explicit (as opposed to tacit) bargaining assumes the mutual acknowledgment of negotiations, conflicting issues along which compromise is possible, and open lines of communication through which parties can exchange offers …

Power Processes In Bargaining, Edward J. Lawler

Edward J Lawler

This is a theoretical article that integrates and extends a particular program of work on power in bargaining relationships. Power is conceptualized as a structurally based capability, and power use as tactical action falling within either conciliatory or hostile categories. The core propositions are (1) the greater the total amount of power in a relationship, the greater the use of conciliatory tactics and the lower the use of hostile tactics; and (2) an unequal power relationship fosters more use of hostile tactics and less use of conciliatory tactics than an equal power relationship. Distinct research on power dependence and bilateral …

Time Pressure And The Development Of Integrative Agreements In Bilateral Negotiations, Peter J. D. Carnevale, Edward J. Lawler

Edward J Lawler

A laboratory experiment examined the effects of time pressure on the process and outcome of integrative bargaining. Time pressure was operationalized in terms of the amount of time available to negotiate. As hypothesized, high time pressure produced nonagreements and poor negotiation outcomes only when negotiators adopted an individualistic orientation; when negotiators adopted a cooperative orientation, they achieved high outcomes regardless of time pressure. In combination with an individualistic orientation, time pressure produced greater competitiveness, firm negotiator aspirations, and reduced information exchange. In combination with a cooperative orientation, time pressure produced greater cooperativeness and lower negotiator aspirations. The main findings were …

Structural Power And Emotional Processes In Negotiation: A Social Exchange Approach, Edward J. Lawler, Jeongkoo Yoon

Edward J Lawler

This chapter focuses in the abstract on when and how repeated negotiations between the same actors foster positive feelings or emotions and, in turn, an affective commitment to their relationship. However, we have in mind applications to pivotal dyads within organizations and also to the emergence of "friction” or "stickiness” in market relations. Implicit in the idea that negotiations in pivotal dyads shape institutional patterns is the notion that repeated negotiations between the same two actors are likely to become more than instrumental ways for the particular actors to get work done. We suggest a simple process by which dyadic …

Resolving Conflict Through Explicit Bargaining, Elizabeth Heger Boyle, Edward J. Lawler

Edward J Lawler

This article analyzes the impact of conciliatory initiatives on conflict resolution in two-party bargaining. It specifically develops and tests a theory of unilateral initiatives derived from Osgood's (1962) notion of Graduated and Reciprocated Initiatives in Tension Reduction (GRIT). The major propositions of the theory indicate that, given a pattern of mutual resistance or hostility, unilateral initiatives and tit-for-tat retaliation in response to punitive action will produce more conciliation and less hostility by an opponent. To test the theory, a bargaining setting was created in a laboratory experiment in which parties exchanged offers and counteroffers on an issue across a number …

Bargaining Toughness: A Qualification Of Level-Of-Aspiration And Reciprocity Hypotheses, Edward J. Lawler, Bruce K. Macmurray

Edward J Lawler

This research examined the interaction of initial bargaining stance and later concession strategy in dyadic bargaining. Experimental procedures pitted subjects against a programmed opponent and manipulated three variables: initial stance of the opponent across the first two bargaining rounds (tough vs. soft), deadlock vs. no deadlock, and subsequent concession strategy (tough, matching, soft). The results revealed that: (a) with a tough initial stance, a matching strategy produced greater yielding than tough or soft strategies; while in the context of a soft initial stance, a tough concession strategy produced more yielding than a matching or soft concession strategy; and (b) a …

Comparison Of Dependence And Punitive Forms Of Power, Edward J. Lawler, Samuel B. Bacharach

Edward J Lawler

This paper deals with the impact of power on tactical action in conflict. The theory and research is organized around two conceptual distinctions: one between power based on dependence versus punitive capability, and the other between relative power (i.e., power difference) and "total power" in a relationship (i.e., across actors). The paper will argue that these distinctions are important on both theoretical and empirical grounds. Theoretically, they are important to explicate the connection between conceptions of power that stress the coercive foundation of power (Bierstedt 1950; Tedeschi, Schlenker & Bonoma 1973) and those that treat power as dependence (Bacharach & …

The Impact Of Family Economic Structure On Dual-Earners’ Career And Family Satisfaction, Ronit Waismel-Manor, Asaf Levanon, Pamela S. Tolbert

Pamela S Tolbert

The present study builds on the explanatory power of the “doing gender” perspective to understand the effects of family economic structure on the family and career satisfaction of husbands and wives. Using data from a two-panel, couple-level survey of full-time employed middle-class families in the Northeastern United States, we find that when wives’ earnings increase relative to their husbands’, their career satisfaction significantly increases whereas their husbands’ is significantly depressed. In contrast, family economic structure has little effect on women’ and men’s level of family satisfaction, although we find a significant reduction in family satisfaction among couples who have recently …

Choosing Union Representation: The Role Of Attitudes And Emotions, Adrienne E. Eaton, Sean Rogers Ph.D., Tracy F. H. Chang, Paula B. Voos

Sean Edmund Rogers

In the United States, most unions are recognized by a majority vote of employees through union representation elections administered by the government. Most empirical studies of individual voting behavior during union representation elections use a rational choice model. Recently, however, some have posited that voting is often influenced by emotions. We evaluate competing hypotheses about the determinants of union voting behavior by using data collected from a 2010 representation election at Delta Air Lines, a US-based company. In addition to the older rational choice framework, multiple regression results provide support for an emotional choice model. Positive feelings toward the employer …

Guilt By Design: Structuring Organizations To Elicit Guilt As An Affective Reaction To Failure, Vanessa K. Bohns, Francis K. Flynn

Vanessa K. Bohns

In this article, we outline a model of how organizations can effectively shape employees’ affective reactions to failure. We do not suggest that organizations eliminate the experience of negative affect following performance failures—instead, we propose that they encourage a more constructive form of negative affect (guilt) instead of a destructive one (shame). We argue that guilt responses prompt employees to take corrective action in response to mistakes, while shame responses are likely to elicit more detrimental effects of negative affect. Further, we suggest that organizations can play a role in influencing employees’ discrete emotional reactions to the benefit of both …

Underestimating Our Influence Over Others At Work, Vanessa K. Bohns, Francis J. Flynn

Vanessa K. Bohns

Employees at all organizational levels have influence over their subordinates, their colleagues, and even their bosses. But are they aware of this influence? We present evidence suggesting that employees are constrained by cognitive biases that lead them to underestimate their influence over others in the workplace. As a result of this underestimation of influence, employees may be reluctant to spearhead organizational change, discount their own role in subordinates’ performance failures, and fail to speak up in the face of wrongdoing. In addition to reviewing evidence for this bias, we propose five moderators that, when present, may reverse or attenuate the …

The Role Of Leader Emotion Management In Leader-Member Exchange And Follower Outcomes, Laura M. Little, Janaki Gooty, Michele Williams

Michele Williams

Drawing upon social exchange and emotion regulation theories, we develop and test a model of four specific leader behaviors directed at managing followers’ negative emotions. These leader interpersonal emotion management (IEM) strategies are posited to affect followers’ organizational citizenship behaviors performed within interpersonal relationships (OCBIs) and job satisfaction via follower perceptions of the quality of the leader-follower exchange relationship. In contrast to most current cognitive-transactional views of social exchange, here we posit that some, but not all, leader emotion management behaviors promote and strengthen the leader-member exchange (LMX) relationship. Specifically, we contend that followers’ perception of problem-focused leader emotion-management strategies …

Thinking About You: Perspective Taking, Perceived Restraint, And Performance, Michele Williams

Michele Williams

Conflict often arises when incompatible ideas, values or interests lead to actions that harm others. Increasing people’s willingness to refrain from harming others can play a critical role in preventing conflict and fostering performance. We examine perspective taking as a relational micro-process related to such restraint. We argue that attending to how others appraise events supports restraint in two ways. It motivates people to act with concern and enables them to understand what others view as harmful versus beneficial. Using a matched sample of 147 knowledge workers and 147 of their leaders, we evaluate the impact of appraisal-related perspective taking …

Affect, Emotion And Emotion Regulation In The Workplace: Feelings And Attitudinal Restructuring, Michele Williams

Michele Williams

[Excerpt] Almost 40 years after publishing A Behavioral Theory of Labor Negotiations in 1965, the fields of negotiations and organizational behavior experienced an “affective revolution” (Barsade, Brief and Spataro 2003). Although Walton and McKersie could not have predicted the widespread academic and public interest in emotion and emotional intelligence, they foreshadowed this affect-laden direction in the section of their book on attitudinal structuring, which identified the dimension of friendliness-hostility as a critical aspect of the relationship between negotiating parties in the workplace and other settings.

Generational Diversity Can Enhance Trust Across Boundaries, Michele Williams

Michele Williams

In interorganizational project teams, generational diversity among team members undermines the experience of trust within demographically similar dyads but enhances the experience of trust within demographically dissimilar dyads.

Being Trusted: How Team Generational Age Diversity Promotes And Undermines Trust In Cross-Boundary Relationships, Michele Williams

Michele Williams

We examine how demographic context influences the trust that boundary spanners experience in their dyadic relationships with clients. Because of the salience of age as a demographic characteristic as well as the increasing prevalence of age diversity and intergenerational conflict in the workplace, we focus on team age diversity as a demographic social context that affects trust between boundary spanners and their clients. Using social categorization theory and theories of social capital, we develop and test our contextual argument that a boundary spanner’s experience of being trusted is influenced by the social categorization processes that occur in dyadic interactions with …

Squeezed In The Middle: The Middle Status Trade Creativity For Focus, Michelle M. Duguid, Jack Goncalo

Jack Goncalo

Classical research on social influence suggested that people are the most conforming in the middle of a status hierarchy as opposed to the top or bottom. Yet, this promising line of research was abandoned before the psychological mechanism behind middle status conformity had been identified. Moving beyond the early focus on conformity, we propose that the threat of status loss may make those with middle status more wary of advancing creative solutions in fear that they will be evaluated negatively. Using different manipulations of status and measures of creativity, we found that when being evaluated, middle status individuals were less …

The Effect Of Regional Airline Attendance Policies On Pilot Self-Removal From Duty For Illness Or Fatigue, David R. Freiwald Ph.D., Csp, Michael F. O'Toole Ph.D.

Michael F O'Toole Ph.D.

The purpose of this paper was to study the effect of current regional airline attendance policies on the willingness of crewmembers to remove themselves from duty when ill or fatigued. This study sought to determine if the current punitive attendance policies are encouraging crewmembers to operate contrary to federal regulation. A survey was given to current pilots of four regional airlines with similar attendance policies. The responses were correlated with supplied demographic and experiential data. The goal of the paper was to examine the major areas of concern and suggested solutions. The overwhelming majority of respondents felt that their companies’ …

The Effect Of Regional Airline Attendance Policies On Pilot Self-Removal From Duty For Illness Or Fatigue, David R. Freiwald Ph.D., Csp, Michael F. O'Toole Ph.D.

International Journal of Aviation, Aeronautics, and Aerospace

The purpose of this paper was to study the effect of current regional airline attendance policies on the willingness of crewmembers to remove themselves from duty when ill or fatigued. This study sought to determine if the current punitive attendance policies are encouraging crewmembers to operate contrary to federal regulation. A survey was given to current pilots of four regional airlines with similar attendance policies. The responses were correlated with supplied demographic and experiential data. The goal of the paper was to examine the major areas of concern and suggested solutions. The overwhelming majority of respondents felt that their companies’ …

Remote Work: Examining Current Trends And Organizational Practices, Bradford Bell

Bradford S Bell

[Excerpt] Although remote work offers a number of potential benefits, it is not without risks and challenges. Companies can find it difficult to build a culture that is accepting and supportive of remote work. It can also be difficult to track exactly who is working remotely, particularly when remote work is adopted more informally, and to measure the business impact of these initiatives. Remote workers can face a number of personal and professional challenges. For instance, they may struggle for exposure and access to professional opportunities and there is the risk that those working outside the office can become socially …

Collective Failure: The Emergence, Consequences, And Management Of Errors In Teams, Bradford S. Bell, Steve W. J. Kozlowski

Bradford S Bell

The goal of the current chapter is to examine the emergence, consequences, and management of errors in teams. We begin by discussing the origin and emergence of errors in teams. We argue that errors in teams can originate at both the individual and collective level and suggest this distinction is important because it has implications for how errors propagate within a team. We then consider the paradoxical effects of errors on team performance and team learning. This discussion highlights the importance of error management in teams so that errors can prompt learning while at the same time mitigating their negative …

Work Groups And Teams In Organizations: Review Update, Steve W. J. Kozlowski, Bradford S. Bell

Bradford S Bell

This review chapter examines the literature on work team effectiveness. To begin, we consider their nature, define them, and identify four critical conceptual issues—context, workflow, levels, and time—that serve as review themes and discuss the multitude of forms that teams may assume. We then shift attention to the heart of the review, examining key aspects of the creation, development, operation, and management of work teams. To accomplish objectives of breadth and integration, we adopt a lifecycle perspective to organize the review. Topics involved in the team lifecycle include: (1) team composition; (2) team formation, socialization, and development; (3) …

The State Of The Art In Performance Management: Learnings From Discussions With Leading Organizations, Bradford S. Bell, Christopher J. Collins

Bradford S Bell

Performance management is one of the fundamental HR tools that has been part of organizational life for decades and has long been the backbone of other activities of the HR system (e.g., pay decisions, development plans). Despite the importance of performance management, it has historically been rated by employees, managers, and the HR function itself as one of the least effective and understood HR practices. Given the stagnation in academic research on the topic and discontent on the part of organizational stakeholders, we decided it was an opportune time to meet with leading companies to understand the state of the …